Staff Recruitment Policies and
Procedures at Penn State
Presenter: Sharon Price
Human Resources Generalist
Recruitment
[email protected]
2015
Why is this so important?
30% of all business failures are due to poor hiring
practices
U.S. Chamber of Commerce
“Development can help great people be even better–
but if I had a dollar to spend, I’d spend 70 cents getting
the right person in the door.”
- Paul Russell, Director, Leadership and Development, Google
[Poll] Search Committee
Search committee members must be available to
participate in…
•
Most of the interviews
•
All of the interviews
•
Some of the interviews
•
None of the above, they don’t have to participate
in the interviews but can give feedback based on
the applicants’ materials
Expectations: Search Committee
•
•
•
•
•
•
Maintain proper documentation throughout the process
Maintain confidentiality
Understand and ensure that the University’s diversity
goals are considered
Assist in developing questions pertaining to critical
competencies for the job
Adhere to selection criteria and procedures for
screening, interviewing and keeping records
There may be reasons to recuse yourself
Reviewing Resumes
Your process can be
organized and well
thought out!
[Poll] Reviewing Resumes
You can only consider degree(s) received, work
experience, salary requirement and applicant objective
when reviewing applicant materials in order to decide
who will be selected to interview?
• True
• False
Reviewing Resumes
Short List – Review in greater detail
•
•
•
•
•
Employment Patterns
Presentation
Grammar and Punctuation
Red Flags
Perspective
[Poll] Conducting Interviews
In reference to conducting interviews, it is most
important to….
•
•
•
•
Focus
Plan
Organize
Follow through
Conducting Interviews
“If you don’t know where you are going,
you’ll end up someplace else.”
- Yogi Berra
Planning Interviews
• Ask about special accommodations for housing,
meals, room set-up, etc.
• Interview questions
• Evaluation tools
• Phone interviews and is Skype an option?
Competencies
Competencies are a combination of the knowledge and
skills needed to effectively perform a role in an
organization
[Poll] Competencies
Which of the following is not one of Penn State’s five
key competencies?
• Effective Knowledge
• Accountability and Self Management
• Teamwork and Leadership
• Communication
• Networking & Resourcing
• Innovation and Problem Solving
Types of Interview Questions
• General or Traditional
• Behavior Based
• Case or Hypothetical
Acceptable Interview Questions
Let’s talk about what we
can legally ask!
Interview Topics to Avoid
•
•
•
•
•
•
•
Arrest Record
Gender and marital status
Maiden name/mother’s maiden name
Number/ages of children
Childcare arrangements
Spouse’s name/education/income
Family plans
Interview Topics to Avoid
• Place of birth/citizenship
• Other languages spoken, unless job related
• Proficiency in speaking/writing English, unless job
related
• Disabilities/prior illnesses & accidents
• Age/date of high school graduation
• Height/weight
• Religion/church affiliation
• Social organizations
Even innocent questions can be
considered discriminatory.
KEEP IT JOB RELATED!
[Poll] Acceptable Interview Questions
You realize that the candidate attended the same high
school you did. It’s a good “ice breaker” to tell them
that you attended the same high school and ask them
what year they graduated.
•
•
True
False
[Poll] Acceptable Interview Questions
You are interviewing for a position that will work with
international students, it is acceptable to ask what
languages the candidate speaks.
•
•
True
False
Rule of thumb…
If in doubt, don’t say it!
Interview Day
•
•
•
•
•
Introductions
Data collection
Data presentation
Closing
Recording
[Poll] Interview Biases
The Contrast Affect is when the interviewer allows one
strong point that they value highly to overshadow all
other information.
•
True
•
False
[Poll] Evaluating Candidates
You should do the following when evaluating
candidates:
A. Use the evaluation tool you created
B. Keep it job related & legal
C. Follow your gut feelings
D. Watch for biases and stereotypes
E. A, B and D
F. A & B
G. All of the above
Evaluating Candidates
•
•
•
•
•
Use the evaluation tool
Keep it job related
Keep it legal
Be consistent in what you are considering
Watch for pitfalls (biases, stereotypes, etc.)
[Poll] Reference Checking
If you’re having difficulty contacting a reference and it’s
important to keep the process moving, the internet is a
good option to check references.
•
True
•
False
Obtaining References for Final Candidate
• Gather Reference Information
o Penn State Application (verify reference checking
permission for current employer)
o List of references obtained at in-person interview
• Obtain at least one detailed reference
• Check even on Penn State employees
Offering a Position
• Contact HR Rep to obtain approved salary
• Make a verbal offer
• Follow up with a written offer from Human
Resources
[Poll] Offering a Position
It’s not necessary to tell the candidate that the offer is
contingent upon a successful background check during
the verbal and written offers if you’d prefer not to as
the candidate will get an e-mail prompting them to
complete a background check soon.
• True
• False
Follow Up to Offer
•
•
•
•
Background Check
Schedule for University-wide orientation
Ensure that the new hire has needed information
Candidates not chosen
Follow Up with HR Rep
• Keep file that backs up hiring decision
• Check with HR Rep to see what you need to provide
for the file
Contact Information
Sharon Price – [email protected]
865-9346
Office of Human Resources website – ohr.psu.edu